How to Promote Gender Equality in the Workplace

Adopting gender-inclusive workplace practices delivers long-term benefits for businesses, such as attracting and retaining talent, ensuring compliance and improving brand image. It also helps create environments where all employees feel safe, valued and respected.

In this article, we explore practical ways organisations can promote gender equality and the advantages it brings to business performance. We also highlight some of the key measures introduced by the Australian Government to address this issue, highlighting the vital role gender equality plays in building fair workplaces.

What is workplace gender equality?

Workplace gender equality means providing all employees with equal opportunities, resources and rewards, regardless of their gender. It involves creating an inclusive environment where career growth and performance is not influenced by gender. This usually includes ensuring fair pay, removing barriers for women to join the workforce and eliminating gender-based discrimination.

How to promote gender equality in the workplace

There are many ways businesses can promote gender equality in the workplace, including identifying existing gaps through analysis, ensuring pay equity and providing strong parental support. They can also organise gender equality training, adopt fair recruitment practices and work towards greater gender balance in leadership roles. Other strategies include offering flexible work arrangements, creating employee resource groups and seeking insights from employees regularly. Discover what each of these entails below:

Conduct a gender equality analysis

Before developing a comprehensive gender equality strategy, employers should begin by identifying existing gaps within their organisation through a gender equality analysis. This can help businesses determine where they currently stand in their gender equality journey, while also pinpointing challenges and opportunities for improvement.

The Workplace Gender Equality Agency (WGEA) offers a Gender Equality Diagnostic Tool that can help businesses conduct a thorough assessment of current organisational policies and practices. The insights from the diagnosis can establish the foundation of effective gender equality strategies. The tool examines performance based on focus areas like gender pay equity, support for employees with caregiving responsibilities and mainstreaming flexible working.

However, not all focus areas in the tool will apply to every business and some may be a lower priority at their current stage. Businesses should concentrate on key focus areas with the greatest potential to bring meaningful impact on workplace gender equality.

Ensure fair pay

One of the most effective ways to advance gender equality at work is by ensuring fair pay and addressing the gender pay gap. According to WGEA’s Gender Equality Scorecard 2023-24, every occupation in Australia has a gender pay gap in favour of men, with women earning an average of just 78 cents for every dollar earned by men. This highlights the persistent issue for women in Australia and the importance of organisations taking action to help close the gender pay gap.

To ensure fair pay, employers should regularly examine pay equity within their organisation. This can be done through an annual gender pay gap analysis to track progress, identify inconsistencies and find any emerging issues. By comparing payroll and demographic data of men and women, businesses can better understand the factors contributing to pay gaps and take action. For additional support, WGEA offers an online guide and a masterclass to find key insights from gender gap analysis data.

Organisations can also work towards closing the gender gap by including salary information in job advertisements. Salary transparency holds employers accountable and shows that pay is based on clear standards rather than negotiation alone, which can be influenced by conscious or unconscious gender bias. This creates a more level playing field and encourages more diverse candidates to apply.

Provide parental support

Offering parental support is a crucial step in reducing gender inequality at work. For example, providing gender-neutral parental leave can help normalise the idea that both men and women can take time away from work to care for children, rather than placing this responsibility primarily on mothers. Not only does this challenge traditional gender roles, but it also makes it easier for women to return to work and continue progressing in their careers.

Paid parental leave also allows women to recover from childbirth and care for their child without having to leave the workforce. This can reduce career interruptions, which is one of the contributing factors to gender pay gaps. Normalising time away from work for caregiving helps lessen the stigma that women are less committed employees due to time spent caring for their families.

Organise gender equality training

Organising gender equality training helps align an organisation’s workforce with inclusive values and fosters a more fair workplace culture. These programs often raise awareness of equal employment policies, outline expectations for workplace conduct and encourage employees and managers to reflect on biases that may influence everyday interactions, recruitment and promotions.

Training also provides staff with practical tools to create a respectful work environment, such as using gender-inclusive language, addressing microaggressions or inappropriate behaviour and making fair decisions. Through these programs, leaders can gain a deep understanding of systemic inequality, empowering them to advocate for gender-equal practices. Offering training regularly also demonstrates an organisation’s proactive commitment to diversity and inclusion.

Adopt fair hiring practices

To minimise gender bias in recruitment, organisations should use gender-neutral language in job advertisements and avoid terms that evoke gender stereotypes. For example, words like “competitive” or “dominant” are often associated with masculinity, while “supportive” and “collaborative” may be linked to femininity. Gender-coded terms in job advertisements can influence whether job seekers feel like they belong in an organisation and may even discourage specific groups from applying.

Using gender-neutral language in job advertisements can involve replacing gendered titles, such as “Chairman”, with inclusive alternatives like “Chairperson”. Similarly, rather than using attributes that may have gender connotations like “strong” or “nurturing”, companies can use more inclusive terms like “resilient” and “proactive”.

Besides language, organisations should prioritise skills, experience and qualities that are most relevant to the role, rather than relying on stereotypes about the type of person who would typically perform it. This ensures that candidates are assessed based on their capability to meet the requirements of the role instead of their gender, opening opportunities to a more diverse talent pool.

During interviews, it’s important to structure questions around clear job-related criteria and evaluate all candidates against the same standards. This can help reduce the impact of gender-based perceptions. Interviewers should also reflect on whether any negative judgments towards a candidate of a specific gender would apply in the same way to a candidate of a different gender giving the same response to a question during the interview.

Support gender balance in leadership

Employees of all genders should have equal opportunities for career advancement, particularly into leadership roles. In Australia, women remain underrepresented at senior levels in the private sector, according to WGEA’s 2023-24 scorecard:

• One in four boards has no women
• Women represent 42.2 per cent of managers
• Only 21.9 per cent of CEOs are women

This underrepresentation at the executive level reduces the pool of female candidates available for board appointments, limiting gender diversity in leadership.

To support gender balance in leadership, organisations need to actively invest in women’s advancement and create fair pathways for their progression. One effective strategy is to establish sponsorship programs, which is designed to accelerate the careers of high-performing employees. Women can be paired with senior leaders who can provide them with guidance, advocacy and networking opportunities for advancement. Sponsorship helps women progress along the management pipeline, stay on track in their careers and ultimately increase female representation at senior levels.

Fair promotion practices also play a critical role. Managers should be trained to recognise and avoid gender-based assumptions when allocating career development opportunities. Senior leadership teams should also review promotion processes regularly to ensure they are based on clear and unbiased criteria.

Provide flexible work

Offering flexible work arrangements to all employees helps both men and women balance work and personal responsibilities, making it a powerful driver of workplace gender equality. This can take many forms, including:

• Reduced hours
• Working remotely
• Compressed working weeks
• Flexible hours
• Swapping shifts
• Part-time work

Businesses also need to ensure that employees who make use of flexible work arrangements have equal access to benefits, training and promotional opportunities as their colleagues. This can demonstrate that career progression is based on performance, rather than physical presence at work.

Flexible work is especially important for women, who are more likely to shoulder a larger share of caregiving responsibilities. Diversity Council Australia’s Inclusion@Work Index 2023-24 found that 72 per cent of women utilised flexible work compared to 57 per cent of men, with carers as the heaviest users. By ensuring that flexibility is accessible to employees with caring responsibilities, organisations can encourage more women to engage in the workforce. It also enables men to share caregiving duties, helping to create more balanced household dynamics.

Establish support groups

Employees can also help create a gender-inclusive workplace by supporting each other through employee resource groups. Typically voluntary and employee-led, these groups provide a safe space for staff, especially women and other underrepresented groups, to share experiences, raise concerns and work towards solutions collectively. They can bring more visibility to issues like pay equity and parental support, amplifying employee voices and ensuring they reach leadership teams.

Employee resource groups can also organise formal and informal events that encourage employees to challenge stereotypes, recognise workplace gender bias and prevent harassment, fostering a more inclusive workplace culture. As membership is usually open to all regardless of gender, these groups help build a culture of respect, diversity and inclusion.

Many leading companies in Australia offer support groups as part of their commitment to fostering gender-inclusive work environments. For example, Westpac has the Women of Westpac group to empower female employees to thrive in their careers through education and networking opportunities. Qantas established the Altitude Network, which is an employee resource group designed to connect, teach and engage employees to support gender inclusion across the organisation.

Consult employees

One effective way for businesses to examine the state of gender equality is by gathering insights from employees directly. Since employees engage with their organisation’s daily operations, their experiences provide valuable guidance on where to focus efforts to build a more gender-inclusive workplace. Consultation can take place in many ways, including employee experience surveys, focus groups and exit interviews. They should also include perspectives from all levels of their organisation, from junior employees to senior managers.

These conversations give employers a clearer picture of how issues like pay gaps, flexible work and promotion opportunities are perceived and experienced by employees. This can help them determine the main factors contributing to gender inequality and develop their overarching gender equality strategy. Consultations should be conducted regularly to track progress and changes over time within an organisation.

Why is workplace gender equality important in business?

Workplace gender equality is vital for businesses beyond compliance, as it can enhance talent acquisition and retention as well as increase organisational performance. It also helps businesses build a stronger image, tap into new markets and boost the overall Australian economy. Find out more below:

Minimise legal risks: Implementing gender equality policies helps companies stay compliant with anti-discrimination laws, reducing the risk of legal disputes and reputational damage.

Attract and retain staff: A gender inclusive workplace can appeal to a more diverse pool of candidates. By demonstrating a commitment to fairness, employees can feel supported and valued, leading to higher retention rates and lower turnover.

Improve organisational performance: Gender-diverse teams can bring a wide range of perspectives and experiences, which can lead to improved innovation, problem-solving and overall business performance.

Build brand reputation: Businesses that prioritise gender equality are seen as progressive and socially responsible, strengthening their reputation among customers, investors and potential employees.

Access new markets: Inclusive organisations are better positioned to connect with socially conscious customers and clients, opening opportunities in new markets and increasing profitability.

Enhance economic performance: When people of all genders have equal opportunities to contribute at work, businesses can boost their productivity and drive Australia’s overall economic growth.

Is workplace gender equality a national concern?

Yes, workplace gender equality is a major and ongoing national concern in Australia. While progress has been made, further action is needed to achieve gender equality in Australian workplaces.

The federal government has long since recognised this challenge and introduced measures over a decade ago to address it. For example, the Workplace Gender Equality Act 2012 promotes accountability as it requires employers with 100 or more staff to submit an annual report to WGEA on key gender equality indicators, such as gender composition of the workforce, gender composition of governing bodies and equal remuneration. These areas highlight where inequality persists and targeted action can be taken to make progress.

The government has also introduced other initiatives in recent years. For instance, the Women’s Economic Equality Taskforce delivered a 10-year plan in October 2023 to support women’s economic equality and contribution to the Australian economy. In the following year, the federal government released the Working for Women: A National Strategy for Gender Equality plan, which sets out a 10-year vision to accelerate progress and ensure workplaces are safe, fair and inclusive.

As a result of these ongoing efforts, Australia has seen measurable progress, as reported by the Department of the Prime Minister and Cabinet:

• The gender pay gap has narrowed to 11.9 per cent in 2024 compared to 18.6 per cent in 2014
• Women’s workforce participation reached a record high of 63.5 per cent in January 2025, up from 58.6 per cent 10 years ago
• Employers offering paid parental leave increased from 48 per cent in 2015 to 68 per cent in 2023-24

However, challenges still remain in Australia. Women continue to make less than men across all industries in terms of their average weekly full-time earnings. Only 17 per cent of men were reported to take parental leave as a primary carer. These figures demonstrate that while momentum is building, there is much more work to be done to realise gender equality in Australian workplaces.

Challenges of promoting workplace gender equality

Promoting workplace gender equality can be hindered by several factors, including underrepresentation of women in leadership, gender pay gaps, motherhood penalties and unconscious bias. Rigid workplace structures, gender-segregated sectors and intersectional challenges are also common barriers in achieving equality. Learn more below:

Lack of women leaders

Despite progress, WGEA’s 2023-24 statistics revealed that women are still underrepresented in senior roles. This lack of gender diversity at the top reinforces the idea of leadership as male-dominated, which can discourage women from aspiring to take on these roles.

Pay inequality

When women are paid less than men for equal work, this can signal that their contributions are undervalued. When they earn less, they are also more likely to have a substantially lower superannuation balance at retirement, which further contributes to women’s long-term economic inequality.

Motherhood penalties

Women are more likely to take extended leave or reduce working hours for caregiving, resulting in career interruptions. The Treasury reported in 2023 that women’s earnings are reduced by an average of 55 per cent in the first five years of parenthood, widening gender pay gaps and reducing career advancement opportunities.

Unconscious bias

Workplace decisions, especially in hiring and promotions, may be influenced by assumptions about gender roles and capabilities. These biases, often shaped by traditional gender norms, can limit opportunities, reinforcing inequality.

Rigid workplace structures

Traditional workplace cultures often lack the flexibility to accommodate caregiving and other external responsibilities. Since women are more likely to manage these responsibilities, inflexible structures can hinder career growth or even force them out of the workforce.

Gender-segregated industries

Occupational segregation is a contributing factor to gender pay disparity and inequality. Women are often concentrated in lower-paid essential sectors like aged care and early childhood education, while men benefit from higher-paying industries like construction and mining.

Intersectional challenges

Gender inequality often overlaps with other forms of discrimination, such as race, age, sexuality or disability. When workplace gender equality initiatives only focus on gender in isolation, they may fail to support women with multiple marginalised identities who face unique barriers at work.

How postgraduate studies can help with workplace gender equality

Postgraduate studies can play an important role in advancing workplace gender equality by equipping you with the knowledge and skills to recognise gender-based discrimination and promote inclusive practices. You can find many courses offering units and opportunities that focus on diversity and inclusion, which often covers gender. These programs can also help you understand systemic barriers contributing to inequality and the benefits of workplace diversity, positioning yourself better as an advocate for change.

Postgraduate leadership courses can also help women gain more opportunities for career advancement. Besides building their leadership skills, these programs often provide valuable mentorship and networking opportunities that can empower women to take on leadership roles.

For example, the Master of Business Administration course at Kaplan Business School features the Gendered Workplace Environments unit in its Women in Leadership specialisation. This unit examines historical, political and societal factors that lead to gendered workplace environments. You will also explore key moments in the global women’s equality movement at work and examine the current state of gender equality in Australia and internationally.

The Master of Management course at the University of Technology Sydney (UTS) includes Diversity and Inclusion as a core unit, designed to prepare you to navigate and shape inclusive organisational cultures. You’ll gain insight into how gender, sexuality, race, class, age and disability intersect to influence inclusion both in the workplace and in wider society.

Edith Cowan University (ECU)’s Master of Business Administration course offers a People and Culture specialisation, which features Diversity and Inclusion as a key unit. It delves into the principles and practices for building an inclusive workplace where all employees can feel a sense of belonging, fostering both collaboration and innovation. You’ll examine current regulatory frameworks as well as challenges and opportunities in managing a diverse workforce.

Through a partnership with Future Women, female and gender-diverse students in Macquarie University‘s Master of Business Administration course have the opportunity to participate in the Platinum+ Emerging Leaders program. It features masterclasses, mentoring and networking opportunities to support their professional growth. Participants will get access to curated resources on inclusive leadership, strengths and values-based leadership, building high-performing teams and practical people management.

Advance gender equality in the workplace with postgraduate studies

Creating safe and fair workplaces for employees of all genders plays a significant role in boosting business performance. Implementing inclusive practices effectively requires a strong understanding of diversity and inclusion. Postgraduate courses that incorporate these areas can equip you with the skills to lead inclusivity initiatives while also developing specialised expertise in your field. Browse a wide range of postgraduate business courses in Australia to get started.